Performance Reviews
Performance reviews should lift performance, not fill folders. We design and run review frameworks that give your managers structure and confidence, so feedback is honest, development is real and documentation stands up when it matters.
What we do
We build a performance review framework tailored to your roles and your culture: the cycle, the forms, the rating approach and the conversations themselves. That includes goal-setting that connects individual work to your organisational KPIs and values, development planning that people actually follow through on, and calibration so reviews are fair across teams. Where a framework already exists but is not being used, we simplify it. The best review process is the one your managers will genuinely run, so we favour short, structured and frequent over long, annual and dreaded.
Why it matters
Done poorly, reviews damage trust and create legal risk: vague feedback, surprise ratings and inconsistent records are the raw material of personal grievances. Done well, they are one of the highest-leverage tools a business has. Clear expectations and honest conversations lift performance, surface issues early and give you a fair, documented basis for decisions about pay, promotion and, when needed, managing someone out. Year-round performance conversations also make the formal review a summary rather than a shock.
How it works with Hello Monday
We start by understanding your current approach and what your leaders find hard about it. Then we design the framework, build the templates and train your managers in running the conversations, including the difficult ones. For retained clients we can facilitate review rounds, coach managers through tricky cases and keep the documentation tidy. You end up with a rhythm your business owns, supported by us whenever a review turns into something more complicated.
- A review framework and cycle tailored to your roles
- Goal-setting and development planning templates
- Manager training and conversation guides
- Calibration support for fairness across teams
- Documentation that stands up if things go wrong
Frequently asked questions
How often should performance reviews happen?
Can you work with the review process we already have?
What legal risk comes from getting reviews wrong?
Do you train our managers to run the conversations?
Want reviews your managers actually run?
Tell us about your business. The first chat is free, and you'll leave with a clearer plan either way.
Get in touch